Education loan refinancing
How much could you save
refinancing your US study loan?
Indian education loans for US studies often run 10-14%. Once you're earning in the US, you can refinance to as low as 5.7%. Enter two numbers - no credit pull, no signup.
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Also wondering about your H-1B chances?
Updated for FY 2027 cap season · March 2026
Will you get the
H-1B? Find out in 5 minutes.
Built on the new wage-weighted lottery rule. Free. Honest. No login.
No offer yet? We'll use the typical salary for your field and metro.
⚖️ FY 2027 rule-compliant
🌍 Built for international students
Planning tool only. Not legal advice. Built using the DHS Final Rule (Dec 2025), DOL OEWS data, and the Sept 2025 Presidential Proclamation.
Already have a US study loan at 10-14%?
Where are you right now?
The new rules treat in-country and abroad cases very differently.
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You're past the lottery.
If you're already on an active H-1B, the new wage-weighted lottery and the $100K consular fee don't apply to your extension, amendment, or change-of-employer (AC21 transfer) filings inside the US.
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Just laid off or in your 60-day window?
Skip ahead to time-sensitive guidance →
This calculator is built for:
• F-1 / OPT / STEM OPT students transitioning to their first H-1B
• Direct international applicants from abroad
Common H-1B holder questions:
• Extensions: file before your I-94 expires; $100K fee does NOT apply
• AC21 transfers: new employer files a fresh petition; you can start work on receipt
• RFE risk: wage levels still matter for petition approval - aim Level II+
• Green card timeline: if priority date isn't current, plan for ongoing H-1B extensions
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I was just laid off (or about to be)
The 60-day grace period clock starts on your last paid day. Tap for what to do.
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I was just laid off (or about to be)
The 60-day grace period clock starts on your last paid day. Tap for what to do.
Your timeline (USCIS 8 CFR 214.1(l)(2))
• Up to 60 consecutive days OR until your I-94 expires, whichever is shorter
• The clock starts on your last paid day, not termination notice date
• You can be inside the US in valid status during these 60 days while you arrange your next step
Your options (most to least common)
1. New employer files H-1B transfer (AC21): they file a new petition; you can start work on receipt date. The $100K fee does NOT apply to transfers - only to NEW consular petitions for people outside the US.
2. Change of status to H-4 (if spouse on H-1B): file I-539 inside the 60 days. Note: you can't work on H-4 unless you also have H-4 EAD (which requires spouse to have approved I-140).
3. Change of status to B-1/B-2 (visitor): buys you ~6 months to leave or find sponsorship. File I-539. You cannot work.
4. Change of status to F-1 (re-enter school): rare but possible. Needs I-20 from a school and SEVIS.
5. Self-deport: leave the US before day 60 to avoid accruing unlawful presence (which has 3/10-year bars).
Common myths to avoid
• ❌ "I have 60 days from the date I was notified" → No, it's from your last paid day.
• ❌ "I can keep working unpaid for my employer to extend status" → No, unpaid work invalidates H-1B status.
• ❌ "I can apply for unemployment benefits" → State-dependent and risky for non-immigrant status; consult an attorney first.
• ❌ "Severance counts as paid time" → Generally no, unless your employer continues your I-129 sponsorship and reports wages.
⏱ Timing is everything. If you're inside the 60-day window, talk to an immigration attorney TODAY. Most offer free 15-30 minute consultations for this scenario. We can connect you with vetted ones.
Talk to GradRight urgently
WhatsApp · for time-sensitive 60-day-grace cases
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"What if my employer wants to..." - your rights
7 common employer scenarios. What's legal, what's not, what your options actually are.
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⚖️
"What if my employer wants to..." - your rights
7 common employer scenarios. What's legal, what's not, what your options actually are.
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My employer wants me to take a pay cut
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My employer wants me to take a pay cut
Short answer: Your H-1B is approved at a specific salary tied to your LCA (Labor Condition Application). Your employer cannot simply lower your salary below that. If they want to pay you less, they must file an amended H-1B petition with a new LCA.
What's legal:
- Reducing your salary AT or ABOVE the prevailing wage for your role/location after filing an amended LCA + I-129
- Reducing bonus, equity, or non-base compensation (LCA only protects base salary)
- Switching you to a different role at lower pay - but this requires a full new H-1B petition
What's NOT legal:
- Reducing your base salary below the LCA-stated wage without filing an amendment first
- "Benching" you (cutting hours/pay because of slow business) - DOL has fined employers for this
- Threatening petition withdrawal to coerce a pay cut
Your move: Ask the employer for the amended LCA filing date. If they can't produce evidence of one, the wage reduction violates DOL rules. You can report to DOL Wage & Hour Division anonymously (whistleblower protections apply under INA § 212(n)(2)(C)(iv)).
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My employer keeps delaying PERM / green card sponsorship
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My employer keeps delaying PERM / green card sponsorship
Hard truth: Employers are NOT legally required to sponsor a green card. Most H-1B offer letters don't promise it. If you assumed it was coming, that assumption is the issue - not the law.
What you actually have:
- If they verbally promised sponsorship: enforceability is weak unless it's in writing
- If your offer letter says "we'll sponsor your green card": you may have a contract claim. Talk to an employment attorney (not just an immigration one).
- You CAN transfer your H-1B to a different employer who'll start PERM faster. Your H-1B is "portable" once it's been approved - your new employer files I-129 and you can start work on receipt date.
Negotiation leverage: H-1B renewals beyond 6 years require either an approved I-140 OR a PERM-pending-for-365-days status. If your employer wants you past year 6, they NEED to start PERM by year 5. That's your leverage moment.
What to ask explicitly: "When will you file PERM? What's the timeline?" Get a written commitment. Vague answers ("eventually" / "when business is steady") usually mean never.
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My employer wants me to relocate to another office
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My employer wants me to relocate to another office
Short answer: If the new location is in a different MSA (metropolitan area), your employer MUST file an amended H-1B petition before you start working there. Matter of Simeio Solutions (2015) made this binding.
Same MSA / commuting distance:
- No amendment needed (e.g. NYC → Jersey City)
- But the employer must post the LCA notice at the new location
Different MSA:
- New LCA required → new amended I-129 petition → cannot work at new site until the amendment is filed with USCIS (filing alone is enough - approval not required to start)
- Risk to YOU: if your employer doesn't file the amendment before you move, you're in unauthorized employment and could lose H-1B status
- This is the employer's legal obligation, not yours - but you bear the consequences
Remote work: Long-term remote from home counts as a different worksite if your home is in a different MSA than the office on your LCA. Many employers got sloppy about this post-2020 - verify yours filed amendments.
Your move: Ask: "Will you file an H-1B amendment for the new location? When?" If they say "no need" and it's a different MSA, get a second opinion from an immigration attorney before relocating.
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My employer is threatening to withdraw my H-1B petition
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My employer is threatening to withdraw my H-1B petition
What happens if they withdraw: Your H-1B status is tied to that employer. Withdrawal triggers the 60-day grace period (or until I-94 expires, whichever is shorter).
Why employers threaten this:
- Performance issues (sometimes legitimate, sometimes pretext)
- Leverage in a dispute (illegal if it's retaliation for raising a wage/discrimination complaint)
- Restructuring / layoffs
Your options:
- Most useful: start interviewing immediately for a transfer. AC21 H-1B transfer lets you start at a new employer on petition receipt - you don't need approval first. Door-to-door this can happen in 2-4 weeks if you have offers lined up.
- If the threat is retaliatory (you complained about wages, discrimination, safety): DOL has anti-retaliation protections specifically for H-1B workers
- Negotiate a delayed withdrawal date or paid notice period to give you time to transfer
Critical: If they DO withdraw, your 60-day clock starts on your LAST PAID DAY (not the date they notified you). Don't waste those 60 days hoping things resolve - line up interviews from day 1.
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My employer is being acquired or merging
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My employer is being acquired or merging
Short answer: Depends on the deal structure. Two scenarios:
"Successor in interest" (most clean acquisitions):
- The acquirer assumes the seller's H-1B obligations
- No new petition needed if your role and duties don't change
- The acquirer must update the LCA public access file but the petition survives
- Your I-140 priority date (if any) is preserved
Asset purchase or major restructuring:
- The acquirer may need to file a new H-1B petition for you (and pay fees again)
- If your role substantially changes (different SOC, different worksite), amendment required regardless
- I-140 portability under AC21 can preserve your green card timeline if I-140 was approved 180+ days before the acquisition
Your move: Ask HR or the employer's immigration counsel for a written confirmation of which scenario applies and what their immigration plan is. Many acquirers handle this well; many don't think about it until day 1 post-close. Push for clarity before close.
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My employer is asking me to pay petition fees
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My employer is asking me to pay petition fees
This is mostly illegal. Federal law requires employers to pay specific H-1B fees. Passing them to the worker is a wage violation.
Fees the employer MUST pay (illegal to charge you):
- I-129 base filing fee ($460)
- ACWIA training fee ($750 or $1,500 depending on employer size)
- Fraud Prevention & Detection fee ($500)
- Public Law 114-113 fee ($4,000 if applicable)
- Asylum Program Fee ($600)
- Attorney fees for the I-129 petition
- The $100K H-1B fee (per Sept 2025 Proclamation, applies to new consular cases) - employer responsibility
Fees you CAN legally be asked to pay:
- Premium processing fee ($2,805) - but ONLY if YOU request premium processing for your own convenience (e.g. faster H-1B for travel). If the employer requests it for business reasons, they pay.
- Personal-benefit fees: dependent visas (H-4), your own attorney consultation
Your move: If they ask you to pay employer-fees, document the request (email is best). Then either negotiate it back to them OR report to DOL WHD. Many workers fear retaliation, but DOL complaints can be anonymous and INA § 212(n)(2)(C)(iv) protects whistleblowers.
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New manager doesn't support visa workers
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New manager doesn't support visa workers
Reality check: Title VII of the Civil Rights Act prohibits employment discrimination based on national origin. Citizenship-based discrimination is also prohibited under the INA § 274B for hiring, firing, and recruitment - but day-to-day workplace treatment is harder to prove.
What's protected:
- Termination, demotion, pay cuts based on national origin or visa status
- Retaliation for filing a complaint with EEOC, DOL, or USCIS
- Hostile work environment based on national origin (high bar - pattern of comments, not single incident)
What's harder:
- Being passed over for promotions, choice projects, or visibility - discriminatory in spirit, hard to prove
- "Coincidental" performance reviews dropping after status changes
Your practical move:
- Document everything in writing. If a manager makes a comment about visa status, email yourself a contemporaneous note with date/time/witnesses.
- Consult HR - but assume HR's job is to protect the company, not you. Document what you told them and what they said back.
- Realistically: start an AC21 transfer search. The legal path is slow and exhausting. Moving employers is often the faster, less-damaging option.
- If you do want to file: EEOC complaint (national origin), DOJ IER (citizenship-based discrimination)
⚖️ This is general information, not legal advice. H-1B law is fact-specific. For your situation, talk to a licensed US immigration attorney AND, where employment law overlaps, a US employment attorney. GradRight can connect you with vetted ones.
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What happened with your past petition?
Past petition issues don't automatically block future attempts - but the specifics matter a lot for what to do next.
Tell us about your situation.
Just a few things to set context.
Not sure which one you're on?
F1 (studying) - actively enrolled in a US degree program. You have an I-20 with a future end date.
F1 (graduated, no OPT yet) - completed your program but haven't filed for OPT. You're in your 60-day grace period.
OPT (regular) - got 12 months of work authorization. Check your EAD card. If your degree is in a STEM field, you'll be eligible for STEM OPT next.
STEM OPT - got the 24-month STEM extension on top of regular OPT. Your degree is on the DHS STEM list AND your employer is E-Verify enrolled.
Quick check: count the months on your EAD. 12 = regular OPT. 36 (12+24) = STEM OPT. Official USCIS page.
Boundary case: if you graduated and have applied for OPT but haven't received your EAD card yet, you're technically still in the F1 grace period - pick "F1 (graduated)." Once your EAD is approved and you've started working, switch to "OPT."
If approved, switch your status above to "OPT" for the most accurate timeline.
Helps us estimate your remaining work-authorization runway.
Heads up: Petitions filed for beneficiaries abroad require the employer to pay a $100,000 fee (Sept 19, 2025 Proclamation). This lowers sponsorship willingness. We'll factor this in honestly.
Education.
The advanced degree cap is a big deal - let's check if you qualify.
Your role & salary.
Three quick things - we'll compute your OEWS wage level from these.
Mapped to the official SOC code.
If you'll work in multiple metros, pick the lowest-cost one - per the new rule.
$
Base salary only - exclude bonus, RSU, sign-on, and relocation.
These employers file H-1B petitions outside the lottery - no cap, no random draw. Who qualifies?
Not sure? See examples of cap-exempt employers
Universities & higher ed: any accredited US university or college (e.g. Stanford, University of Texas, NYU) - faculty, postdoc, research, and many staff roles.
University-affiliated nonprofits: teaching hospitals and medical centers tied to a university (e.g. Mass General, university health systems), affiliated institutes.
Nonprofit research organizations: independent research nonprofits (e.g. many institutes whose primary mission is research).
Government research organizations: federal/state/local research bodies and national labs (e.g. NIH, national laboratories).
Important: there is no official USCIS list - status is determined case-by-case by the employer's characteristics. These are illustrative examples, not a guarantee. Confirm with your employer's HR/immigration counsel. Working AT a cap-exempt employer is what matters, not your job title.
Almost there.
Where should we send your full report?
Only needed if you'd like GradRight to connect you with an advisor about your case. We don't spam.
This determines your green card backlog. Country of birth - not citizenship - is what counts.
Email me updates about my case.
Cycle reminders and rule changes only. ~3-7 emails a year. Unsubscribe anytime.
What kind of updates?
I agree to the Terms & Conditions and Privacy Policy.
🔒 We never sell your data. See exactly what we collect & how to delete it.
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What we collect on this form
- Name + email: to email you the PDF report and send rule-change updates if you opt in
- Phone (optional): only used if you'd like an advisor to reach out
- Citizenship + country of birth: to give accurate green card backlog timelines
- Your H-1B inputs: role, metro, salary, education - to compute your result
What we DON'T collect
- Passport numbers, SSN, I-94, USCIS receipts, A-numbers - none of it. Ever.
- Your employer's name (unless you choose to mention it for refinance)
- Your immigration status history with any government agency
- We don't use third-party tracking pixels that share data with ad networks
Who sees your data
- GradRight's product team (anonymized analytics) and advisor team (only if you request contact)
- Our refinance partner (KeyBank / Laurel Road) - only if you explicitly submit the refi form
- We never share your data with USCIS, ICE, your employer, or any immigration authority
- We do not respond to law-enforcement data requests except as legally compelled - and we will notify you if we can
Your rights (we honor these globally - not just GDPR/CCPA regions)
- Right to download: reply to any of our emails with "send my data" and we'll send everything we have on you within 7 days
- Right to delete: reply with "delete my data" and we'll purge everything within 30 days (or sooner)
- Right to correct: tell us what's wrong, we'll fix it
- Right to opt out: every email has an unsubscribe link; honored within 24 hours
Storage & deletion timeline
If you complete this form: we store your inputs for 2 years after your last interaction, then auto-delete. If you click "Skip - just show me the basic result", we store nothing personal - only anonymized usage analytics.
Questions? Email privacy@dev.gradright.com. We answer every message within 48 hours.
No PDF, no advisor follow-up, but you'll see your full chances.
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Crunching the numbers…
Looking up lottery weights
Your chance of getting picked in the lottery
We'll also email you the full PDF report.
0%
📊 This is an estimate, not a guarantee - what it's based on
Your real odds depend on this year's actual numbers, which aren't known until registration closes. We estimate using:
- ~350,000 expected registrations (down from ~470K as offshore firms exit due to the $100K fee)
- The official wage-weighted selection rules (Level I-IV)
- Historical approval rates by wage level (78-92%)
Chance of getting picked and approved: -
Getting an H-1B is two steps: first you get picked in the lottery (the big number), then USCIS approves your application. This combines both - that's why it's a little lower.
Why so much lower? Industry estimates suggest only ~25% of US employers are absorbing the new $100K H-1B fee for consular cases. We multiply your raw selection chance by that filter. If your specific employer has confirmed they'll pay the fee, your real end-to-end is closer to your selection number.
Got new info? Update an input ↻
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Why this number
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What happens next - your timeline
Personalized to your situation. Bookmark this page or save the share link to come back.
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How to improve your chances
🎚️
What if your salary were different?
Drag the slider to see how your chances change at different salary points for this same role and metro.
At -
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$-$-
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Other visa paths (L-1, O-1, NIW)
H-1B isn't the only path. Here's how alternatives stack up.
L-1 transfer eligibility check
L-1 lets you transfer to the US via an employer that has BOTH a US office and a foreign office where you've worked at least 1 year. Which describes you best?
🏆 O-1 eligibility check - are you actually a candidate?
USCIS requires evidence in at least 3 of 8 categories. Tick everything that genuinely applies (we'll flag if you're stretching it).
📜 EB-2 NIW eligibility check - skip H-1B lottery entirely
NIW (National Interest Waiver) is a green card path that doesn't require an employer sponsor and skips the H-1B lottery. Important: NIW is degree-origin independent - foreign Master's qualifies. But for India/China-born applicants, the I-485 (final step) wait remains long due to country backlog.
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If the US doesn't work out: Canada (Express Entry), the UK (Global Talent), and Germany (EU Blue Card) all have skilled-worker routes that international students with US degrees often qualify for. An advisor can assess which fits - .
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Your green card timeline
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Other things to know about your case
Personalized to your situation. Click any to expand.
Get connected with a vetted immigration advisor
15-min WhatsApp call. Bring your specific case - we'll walk through your options. We aim to respond within 4 business hours.
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Get re-runs when policy changes
We'll re-run your numbers and email you the new result when triggers fire. No spam - only when your result materially shifts.
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We'll re-run your numbers and email you the new result when triggers fire. No spam - only when your result materially shifts.
Choose which triggers you care about:
Only fires when your computed result changes by ≥5 percentage points. You can unsubscribe in any email.
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Paste their share link to see both results side-by-side.
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How we calculate this
Three official sources, updated as policies change: (1) DHS Final Rule on Weighted Selection (Federal Register, Dec 29, 2025; effective Feb 27, 2026); (2) DOL OEWS prevailing wage data (Foreign Labor Application Gateway); (3) Presidential Proclamation on $100K H-1B Fee (Sept 19, 2025; USCIS clarifications Oct 20, 2025).
Constants calibrated -. Estimates only. We don't predict employer behavior or USCIS audit outcomes.
Show the math
Source citations (every claim, linked)
Weighted-selection lottery (the formula)
- Rule text: Federal Register 90 FR 60825 - wage-level 1× through 4× weighting
- Beneficiary deduplication: USCIS H-1B Electronic Registration - counts each beneficiary once regardless of employer count
- Effective date: USCIS press release on FY 2027 implementation
Cap allocation (65,000 base + 20,000 advanced)
- Statutory cap: 8 USC 1184(g)(1)(A) - 65,000 H-1Bs
- Advanced-degree exemption: 8 USC 1184(g)(5)(C) - additional 20,000 for US Master's/PhD
- Two-step lottery process: 8 CFR 214.2(h)(8) - advanced cap selected first, remainder competes in base cap
Prevailing wage levels (Level I-IV)
- DOL methodology: DOL Foreign Labor Wages - OEWS percentile-based wage tiers
- Live wage lookup: FLAG Wage Search - exact SOC + MSA + level numbers
- SOC occupation codes: BLS OES program - Standard Occupational Classification
Note: this tool uses an illustrative dataset for prototype clarity. Production will pull live FLAG data; numbers here may be ±10% from live OEWS at any given moment.
$100,000 H-1B fee (Path B math)
- Proclamation: Sept 19, 2025 Presidential Proclamation - fee applies to NEW H-1B beneficiaries entering the US
- USCIS clarification: USCIS guidance, Oct 20, 2025 - fee does NOT apply to extensions, transfers, amendments, or change-of-status filings for those already inside the US
- Sponsor-pays assumption (~25%): industry estimate from Boundless, Lawfully, and immigration-attorney surveys post-proclamation. This is a conservative estimate - actual sponsor willingness varies by employer size and role criticality.
Petition-approval rates (RFE / denial)
- Historical: USCIS Immigration Data - H-1B approval rates by fiscal year
- Recent trends: NFAP H-1B research - RFE and denial rate analysis
Our approval estimates by wage level: L1 78%, L2 82%, L3 88%, L4 92%. Higher wages correlate with stronger specialty-occupation evidence and fewer RFEs.
Green card backlog estimates
- Visa Bulletin (current month): US Dept of State Visa Bulletin
- Backlog projections: Cato Institute immigration research on per-country wait estimates
Our 22-country backlog dataset is calibrated to the most recent Visa Bulletin movements. Updated monthly in production.
Cap-gap rule
- Regulation: 8 CFR 214.2(f)(5)(vi) - automatic work authorization extension
OPT / STEM OPT timelines
- OPT (12 months): USCIS OPT guidance
- STEM OPT extension (24 months): ICE SEVIS STEM OPT
- STEM-designated CIP list: DHS STEM Designated Degree Program List
- 180-day auto-extension while STEM OPT I-765 pending: USCIS 540-day auto-extension rule
60-day grace period (post-layoff)
- Regulation: 8 CFR 214.1(l)(2) - 60-day discretionary grace period
- USCIS clarifications: USCIS post-termination options
Why this matters
Most H-1B calculators give you a number with no math and no sources. We show you every assumption so you can decide whether to trust it. If you find an error or have a better source, email fact-check@dev.gradright.com - we read every message.
🔒 Your data - what we have, how to control it
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What we have on you right now:
your name, email, your H-1B inputs (role, metro, salary, education), and citizenship/country of birth.
What we'll do with it: email you the PDF report (if you opted in), send you rule-change updates (if you opted in), and connect you with an advisor only if you provided a phone number. That's it.
What we'll never do: sell your data, share with USCIS/ICE/your employer, or send unrelated marketing.
Your controls:
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Full privacy policy at dev.gradright.com/privacy-policy
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